Jun 15, 2024  
2023-2024 Faculty & Adjunct Handbook 
    
2023-2024 Faculty & Adjunct Handbook

1. Faculty Recruitment & Appointment



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1.1 Communication Skills

It is the practice of AdventHealth University to recruit and appoint faculty who are proficient in oral and written communication in the language in which they educate. This will be documented through the following process:

  1. Review of university transcripts to ensure successful completion of English courses.
  2. Formal interview with the appropriate University administrators.
  3. Oral presentation to relevant communities on campus (e.g., faculty and students).

1.2 Minimum Employment Qualifications

It is the policy of AdventHealth University to require the following qualifications for faculty teaching at the degree levels indicated:

  • For faculty teaching general education (health and biomedical sciences) at the Associate degree level, the following are required:
    • A Master’s Degree and a minimum of 18 graduate-level semester hours of credit in the discipline(s) being taught.
    • Meet the standards set by the professional accrediting body.
    • A commitment to actively engage in the mission of the University.
  • For faculty teaching allied health courses at the Associate or Baccalaureate degree-level, the following are required:
    • A degree at or above the degree level of the course being taught.
    • Professional certification and expertise in the discipline(s) being taught.
    • Meet the standards set by the appropriate professional accrediting body.
    • A commitment to actively engage in the mission of the University.
  • For faculty teaching general education (health and biomedical sciences) and/or nursing courses at the Baccalaureate degree level, the following are required:
    • A Master’s degree and a minimum of 18 graduate-level semester hours of credit in the discipline being taught, or
    • A Master’s degree, including a major, in the discipline(s) being taught.
    • Meet the standards set by the appropriate professional accrediting body.
    • A commitment to actively engage in the mission of the University.
  • For faculty teaching graduate and post-baccalaureate courses at the Master’s level, the following are required:
    • A Doctoral degree in the discipline(s) being taught or in a related discipline, or
    • A Master’s degree, including a major, in the discipline(s) being taught when that degree is usually considered the terminal degree in that discipline, or
    • Meet the standards set by the appropriate professional accrediting body.
    • A commitment to actively engage in the mission of the University.
  • For faculty teaching at the doctoral level, the following are required:
    • A Doctoral degree in the discipline(s) being taught or in a related discipline.
    • Meet the standards set by the appropriate professional accrediting body.
    • A commitment to actively engage in the mission of the University.

1.3 Recruitment of Faculty

Prior clearance must be obtained from Finance and the Office of Academic Administration before the hiring process begins. Following are the general guidelines for this process:*

  1. The Department Chair submits a requisition request in the Hub.
  2. Once approved by the appropriate Vice President, an AdventHealth Recruiter is assigned and will post the position online.  If the Department Chair wishes to post elsewhere, they will contact AHU Human Resources for assistance. Additional advertising needs will be based upon the following criteria:
    • Knowledge of qualified applicants within the AHU faculty
    • Department request
    • Length of time vacancy exists
    • External market conditions
    • Cost of specific advertisement
  3. To review applicants, the Department Chair must organize a Search Committee of three to seven members and identify a chair of the Search Committee.  The Search Committee must include:

    a.  A faculty member or Department Chair outside of the department and

    b. The chaplain (or there must be a separate meeting between the applicant and the chaplain as part of the interview process

  4. Notification must be provided to the Director of Human Resources that a Search Committee has been organized:

  • The Search Committee, in collaboration with the Department Chair, develops the standardized interview questions to utilize with all candidates.

  • The standardized interview questions are sent to the Director of Human Resources for review.

  1.  The following guidelines for the interview process should be followed:

      a. The following materials must be provided to the Search Committee, but are not limited to:

  • The candidate’s Curriculum Vitae (CV) (See Appendix A ), a document that provides an overview of education, professional experience, teaching or educating experience, scholarship, and professional service.

  • At least two letters of reference from supervisors or colleagues.

b. Procedure for the interview process:

  • The Search Committee has the option of prescreening the candidate.
  • The Search Committee arranges for the formal interview of potential candidates which typically includes the following:
    • Formal presentation

    • Interview meeting with Academic Administration and other key leaders

    • Meeting with departmental faculty and staff

   ***A consistent approach must be followed with all candidates to ensure equity***

  1. After the formal interview process is complete, the Search Committee convenes to discuss the candidate’s strengths and opportunities utilizing a standardized rubric. The Search Committee discusses the eligible candidates with relevant stakeholders including faculty and staff. 
  2. Once a top candidate is chosen by the Search Committee, they will make a recommendation to the Provost and include a written summary of the interview process to ensure all steps have been followed.  The candidate will also meet with the Provost and the President. The Provost, in consultation with the Department Chair and the President, will either approve or deny the candidate. 
  • A copy of the written summary and all interview documents will be given to AHU HR

  • The name of the AH Recruiter that the Department Chair is working with must be included in the written summary.

  • If the top candidate is denied, the Search Committee will go back to review the list of possible candidates and decide whether to pick another candidate or reopen the position for more applicants.

  1. After approval from the Provost and the President, the Department Chair will submit the final candidate’s portfolio documents to the Rank and Promotion Committee Chair for a rank recommendation which includes the following:
  • Current rank

  • The candidate’s CV

  • Two letters of Recommendation

  • 1-2 page Teaching Philosophy Statement with educational references

  • Teaching/Course evaluations and Peer evaluations

  • Evidence of Scholarly Activity

  • Evidence of Professional Service

  1. The Faculty Rank and Promotion Committee makes a recommendation of rank to the Provost.
  2. The Provost and/or President makes final decision of rank and salary in collaboration with CFO, Department Chair, and Director of Human Resources.
  3. The Provost informs the Department Chair of the final rank and salary and extends the formal written offer to the candidate.  Once the candidate has accepted the job offer, the Provost will inform HR, the Recruiter, and the Department Chair.
  4. Once the applicant has accepted the offer from the Provost in writing, the Department Chair will go into Taleo and request an offer.  The AH Recruiter will then send an offer letter with the rank and salary information provided by the Provost, to be signed and returned to the Recruiter.  The Recruiter and AHU HR will send out orientation information, the background check request, and other required HR procedures to complete the hiring process.
  5.  If the Provost and/or President does not approve the recommended candidate or if the candidate declines the offer, the process will repeat until a candidate is found.

AHU is an equal opportunity employer and complies with federal, state and local anti-discrimination laws, regulations and ordinances.  The above process shall be followed for each candidate to ensure a fair and equitable selection.

*The prospective religion/theology faculty member has additional requirements per the accrediting body.  The additional requirements are in Appendix G .  

1.4 Exemption to Teaching Qualifications

Before a faculty member who does not meet the qualifications listed above can be assigned to teach a course as indicated above, the Exemption to Teaching Qualifications form (See Appendix B ) must be completed by the Department Chair and filed in the Office of the Provost.

1.5 Initial Appointment

The President appoints new faculty after conferring with the Provost, Department Chair/Supervisor, and the Faculty Rank and Promotion Committee.  New faculty candidates are appointed to a rank and level based in part on their education and experience (See 2.1 Ranks for a description of rank and competencies). 

 

For incoming faculty, the Faculty Rank and Promotion Committee requires the following information from the Department Chair:

  • CV
  • Two letters of Recommendation
  • 1-2 page Teaching Philosophy Statement with educational references
  • Teaching/Course evaluations and Peer evaluations
  • Evidence of Scholarly Activity
  • Evidence of Professional Service